How to hire a commercial door installer

How to hire a commercial door installer, step by step

Here's a step-by-step commercial door installer hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a commercial door installer job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new commercial door installer
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The commercial door installer hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A commercial door installer's background is also an important factor in determining whether they'll be a good fit for the position. For example, commercial door installers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list presents commercial door installer salaries for various positions.

   Type of Commercial Door Installer	Description	Hourly rate
   Commercial Door Installer		$12-26
   Installer	Installers are assigned to assemble equipment or fixtures in the client's work or home area. They should have extensive knowledge of the product they will install to ensure it works as intended... Show more	$14-24

2. Create an ideal candidate profile

   Common skills:

   • Hand Tools
   • CCTV
   • Fire Alarms
   • IP
   • Ladders
   • Door Hardware
   • Product Installation
   • Commercial Buildings
   • Stud
   • Troubleshoot
   • Torches

   Responsibilities:

   • General construction including electrical repairs and installation, plumbing repair and installation, drywall and basic carpentry.
   • Remove or replace defective doors or openers and install completely new door systems and openers.

3. Make a budget

   Including a salary range in your commercial door installer job description is a great way to entice the best and brightest candidates. A commercial door installer salary can vary based on several factors:

   • Location. For example, commercial door installers' average salary in wyoming is 29% less than in new york.
   • Seniority. Entry-level commercial door installers earn 51% less than senior-level commercial door installers.
   • Certifications. A commercial door installer with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a commercial door installer's salary.

   Average commercial door installer salary

   $39,134yearly

   $18.81 hourly rate

   ---

   Entry-level commercial door installer salary

   $27,000 yearly salary

   Updated December 15, 2025

4. Writing a commercial door installer job description

   A commercial door installer job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a commercial door installer job description:

   Commercial door installer job description example

   Commercial Door Installer Trainee FULL-TIME
   $18/hr Overhead Door Company of Albuquerque™, a DH Pace Company, Inc., aspires to hire Commercial Door Installer Trainees. In this position, you will be trained by industry leading experts to install and/or repair a wide variety of commercial doors and door hardware. If you have any experience in construction as a General Laborer, Service Technician, Field Service Technician, Installer, Carpenter, Mechanic, Machinist, Operator, Repairman, Assembly worker, Assembly technician, or any other skilled trade, you may find this opportunity to be a great fit for your career! Job Responsibilities: Install a wide range of entry doors and door hardware including roll up doors, dock doors, dock equipment, high speed rolling doors and commercial entry doors
   Identify opportunities to provide customers with products and services
   Track and maintain job related paperwork and submitting in a timely manner
   Operate in safety conscious manner at all times while performing job duties
   Other duties as assigned
   Qualifications: High School Diploma/GED preferred
   Prior experience in a similar role or one that required a mechanical aptitude preferred
   Ability to safely lift up to 75 pounds
   Ability to work at heights and use a ladder
   Must possess valid driver's license and good driving record
   Why DH Pace? DH Pace Company is a distribution, construction and service organization offering a complete range of door and door related products and commercial security products. The company is privately owned and has been in operation over 95 years! We have 50 US offices in 24 states with company-wide sales in 2021 of $740M. Our benefit offerings include: Competitive compensation
   Medical, dental, and vision options
   401k retirement plan + match
   Company paid life insurance
   Paid time off plan
   Advancement and transfer opportunities
   Successful completion of references, employment verifications, background check, and drug screen required in advance of hire. Building Safer Communities-DH Pace Company My DH Pace Story #PaceID1 Overhead Door Company of Albuquerque™ - DH Pace Company, Inc. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c) ABQ-03 WS-03
   Schedule
   Shift start: 7:00AM
   Shift length: 8 - 10 hours
   Start times are steady, but end time depends on how busy service was.
   Benefits
   Health, dental, vision insurance - available after 60 days Paid time off 401(k) plan
   Qualifications
   Must pass drug screen Must pass background check Can lift 75 lbs Must be at least 18+ years old Must be open to flexible schedule for 8-10 hour day
   
   About DH Pace Company
   DH Pace Company is a distribution, construction, and service organization offering a complete range of door and door-related products and commercial security products. The company is privately owned and has been in operation for over 95 years! We have 50 US offices in 24 states with company-wide sales in 2021 of $740M.

   Copy this example

   

5. Post your job

   To find commercial door installers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any commercial door installers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level commercial door installers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your commercial door installer job on Zippia to find and recruit commercial door installer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit commercial door installers, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new commercial door installer

   Once you've decided on a perfect commercial door installer candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new commercial door installer. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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